forbes.com
Overcoming Workplace Polarization: Evidence-Based Strategies for Improved Collaboration
Juliana Tafur, program director at UC Berkeley's Greater Good Science Center, outlines evidence-based strategies to overcome workplace polarization by focusing on individual traits, identifying shared goals, using moral reframing, and practicing deep listening to improve collaboration and productivity.
- How does our inherent tribalism affect workplace dynamics, and what are its consequences for productivity and relationships?
- Tafur explains that our tendency to label others as "Us vs. Them" stems from developmental wiring prioritizing tribal survival, causing fear of difference. This labeling hinders effective collaboration, impacting work relationships and productivity.
- What are the most effective strategies to reduce workplace polarization and improve collaboration, based on social science research?
- \"Working together despite differences increases efficiency and productivity, benefiting both well-being and company profits.\" This is supported by Juliana Tafur, program director at the Greater Good Science Center, who highlights the positive impact of collaboration on workplace harmony and financial success. However, deeply ingrained tribal instincts hinder this process.
- What long-term impacts can consistently applying these collaboration techniques have on workplace culture and organizational success?
- To overcome this, Tafur suggests several evidence-based techniques: \"seeing the person, not the label,\" building shared motivation by identifying common goals, employing moral reframing to connect with others' values, and practicing deep listening to foster understanding and reshape perceptions. These methods actively counteract tribal tendencies, fostering more effective collaboration and reducing workplace polarization.
Cognitive Concepts
Framing Bias
The article frames the issue of workplace polarization as a problem that can be solved through individual actions and improved communication. While acknowledging the inherent human tendency towards tribalism, the emphasis is on personal responsibility for bridging divides. This framing might minimize the role of systemic factors in workplace polarization.
Bias by Omission
The article focuses on strategies for improving workplace collaboration and doesn't discuss potential downsides or alternative approaches to managing workplace polarization. This omission could limit the reader's understanding of the issue's complexity.
Gender Bias
The article uses a female expert, Juliana Tafur, as the primary source, which is positive for gender balance. However, there's no overt gender bias in language or examples used.
Sustainable Development Goals
The article emphasizes that improved collaboration and reduced workplace polarization lead to increased efficiency, productivity, and better well-being, all contributing to positive economic growth and a more decent work environment. Techniques like deep listening and moral reframing are highlighted as ways to achieve this, directly impacting the quality of work life and overall productivity.